Digital Commons Network^™

Working Toward Human-Centered, Reparative Change Through Print Collection Development At The University Of Denver, Jennifer Bowers, Katherine Crowe, Peggy Keeran, Jack M. Maness, Denisse Solis, Shannon Tharp

University Libraries: Faculty Scholarship

In 2014, the DU Libraries began to address a lack of work by and about the Cheyenne and Arapaho people in its collections, and moved toward reparative change in response to historical traumas suffered by Indigenous Peoples. The history of this work and its origins—which led to the creation of the Libraries’ Collection Diversification Task Force (CDTF) and now informs the Libraries’ collection development philosophy and operational inclusivity—are discussed in the “Developments Leading to the Collection Diversification Task Force” section of this chapter. Further on, the “Collection Diversification Task Force” section clarifies methodology, recommendations, and self-discovery on the part of …

Voluntary Diversity Training Strategies For Alleviating Leadership Gender Bias, Jason Thomas

Walden Dissertations and Doctoral Studies

Researchers showed that mandatory diversity training programs in large U.S. corporations adversely increase unconscious gender bias of promotion selection. The problem is that workplace diversity experts disagree about a consistent set of strategies to implement voluntary diversity training programs, adversely affecting the efficiency and productivity in training related to alleviating unconscious gender bias in selecting women to management. The purpose of this qualitative classical Delphi study was to determine how a panel of eight workplace diversity experts viewed the desirability and feasibility of forward-looking strategies for implementing voluntary diversity training programs to alleviate unconscious gender bias in selecting women to …

Advancing Workplace Diversity: Weathering The Storm To Create A Path Toward Diversity, Equity, And Inclusion, Lisa T. Toler

All Faculty and Staff Scholarship

The inherent culture communicated within an organization influences and affects the practices the organization takes, and, in turn, employee performance (Ritchie, 2000). The purpose of this book chapter is to identify what characteristics can bring visibility to the career experiences of Black, Indigenous, and People of Color (BIPOC) through a critical examination of the literature on organizational culture, leadership, and organizational behavior in the context of Diversity, Equity, and Inclusion (DEI). The resulting outcome of such an outlook on career experiences for the BIPOC community is important in creating and sustaining fair practices in diversity, equity, and inclusion in order …

Understanding The Subjective Perceptions Of Higher Education Diversity Practitioners On Effective Leadership Practices For Transformational Campus Diversity Culture Change, Bobbie R. Porter

Electronic Theses and Dissertations Archive

Successfully leading transformative diversity culture change is one of the most significant challenges facing modern higher education. This study sought out campus diversity officers perceptions, shaped by their lived experiences as diversity practitioners, to identify and deeply understand diversity leadership practices that they perceived to be most effective in transforming diversity culture on higher education campuses. A Q-methodology was used to investigate the subjective perceptions of campus diversity officers with membership in the National Association of Diversity Officers in Higher Education and who represented numerous institution types, including four-year public, four-year private, and community colleges. Using both quantitative and qualitative …

The Experiences Of Black Women In Diversity Roles At 4-Year Predominantly White Institutions, Tristen Brena� Johnson

Theses and Dissertations

Many Black women professionals at predominantly White colleges and universities share similar experiences regarding racism, sexism, and classism at their institutions. However, there is a dearth of research regarding the experiences of Black women who specifically work in diversity related positions at four-year predominantly White institutions (PWI). The purpose of this study was to explore the lived experiences of Black women who hold diversity related roles at PWIs. For the purpose of this study, diversity positions were defined as roles held in housing and residence life as well as in multicultural affairs departments and centers. Using a qualitative research approach …

The Power Of Together: Applying Group Dynamics To Organizational Change Initiatives, Megan Bissell

Master's Theses

Work and occupations are among the oldest and most salient concepts studied in sociology. Sociology as a field has largely focused on organizations from a macro perspective; primarily looking at organizational systems and institutionalized systems of oppression. Conversely, in conjunction with other disciplines such as psychology, sociology has maintained a presence in the more micro space, focusing on individualized interaction and behaviors. However, there is a distinct lack of meso-level research about the impact of group dynamics and social interaction in the for-profit workplace. Since 2010, there have only been 89 articles published about groups and their interactions in the …

A Case Study Of The Campus Climate For Diversity At A Hispanic-Serving Institution: Perspectives From Latinx Undergraduate Students, Ariana Vargas

LSU Doctoral Dissertations

The purpose of this qualitative case study was to investigate how Latinx students perceive the campus climate in curricular and cocurricular settings at a four-year public Hispanic-Serving Institution (HSI) in Texas. In addition, the study examined Latinx students’ understanding of the HSI designation and how their expectations of institutional diversity and inclusion are shaped by this awareness. Specifically, the study explored elements of the climate for diversity, as related to the Multicontextual Model for Diverse Learning Environments (Hurtado et al., 2012), including classroom experiences, cocurricular experiences, and relationships with faculty, staff, and peers. The primary sources of data included interviews …

The Nonprofit Gender Leadership Gap: Data-Driven Systemic And Inclusive Solutions, Katya Alcaraz-Minnick

Master's Projects and Capstones

The gender leadership gap has maintained its divide throughout world history. There have been positive advancements in gender leadership equity within the political arena and in the for-profit sector, however, it is within the nonprofit sector that the most progress has been made in collapsing the gender leadership gap. Women make up a large percentage of the nonprofit sector’s workforce, so it would seem that the nonprofit sector is poised to lead the economic world to close the gender leadership gap and achieve equity within its top managerial ranks. Research on leadership theories relating to skills, traits, and styles will …

Self-Talk: Mentoring And Empowering Faculty To Contribute To Organizational Change, Brian Culp

Faculty Articles

We can effectively mentor if in possession of qualities to empower mentees, which include: effective communication skills, knowledge of the professional realm, enthusiasm, passion and the ability to create an equitable and supportive organizational environment with the mentee. The authors of this article propose that self-talk (ST) or inner speech is a helpful means of inspiring mentors, colleagues, teachers, and friends in navigating communication challenges with themselves and others. A three-step approach to implementing ST for the purpose of mentoring involves: (1) awareness of the ST they are currently using; (2) follow-up with the mentee’s active reflection of and recording …

Applications Of Social Systems Theory Relative To Inclusivity In The Context Of K–12 Schools, Tessa R. Sutton

All-Inclusive List of Electronic Theses and Dissertations

This single case study explored K–12 school leaders perceptions of their districts structure for implementing diversity and creating inclusion as a framework (Getzels & Guba, 1957). Previous research that highlighted the views and perceptions of school leaders with respect to diversity and inclusion in schools as social systems focused on the humane side of the behaviors of individuals (Hoy & Miskel, 2005). Nevertheless, traditional Educational leadership programs typically focus on accreditation factors specific to lesson planning, classroom management, and curriculum implementation and exclude the human element (Duffett et al., 2003; Johnson, 2016). The lack of focus on change management systems …

Institutional Racism In Child Welfare Organizations And Supervisory Support : A Mixed Methods Study, Sreyashi Chakravarty

Legacy Theses & Dissertations (2009 - 2024)

The presence of racism within an organization is a threat to its overall health and working because it directly affects the well-being and morale of the employees. More specifically, previous studies have shown that racial and ethnic minority workers face discrimination related to lack of representation in higher positions, exclusion from decision-making bodies as well as discrimination from co-workers, and supervisors. Grounded in the Leader-Member Exchange Theory, this mixed-methods research revisits this problem by identifying previously unknown manifestations and predictors of workplace racism in child welfare agencies. The following research questions were developed: 1) What are the experiences of discrimination, …

What Goes Into Successful Diversity And Inclusion Initiatives In Entertainment? Lessons From Advocates Of Creative Talent, Lindsey Sands

Theses and Dissertations

Entertainment offers a powerful medium in reducing bias and prejudice. Therefore, its critical role in shaping bias through on-screen representation needs to be explored through people who work directly with writers, directors, and actors. This qualitative study aimed to determine the impact of diversity and inclusion approaches by interviewing 14 advocates of creative talent in the entertainment industry. The study explored the types of Diversity & Inclusion (D&I) initiatives prevalent in entertainment, the correlation between bias and prejudice reduction, and the perceived impact of these initiatives in improving environments. The study found that six themes emerged: access to relationships, highlighting …

Examining Barriers Impacting Women’S Promotion Into C-Suite Positions In Higher Education, Lynette Johnson Nelson

Walden Dissertations and Doctoral Studies

The United States Department of Labor indicated that women represent 46.8% and men represent 53.2% of the United States’ 16 years and older civilian labor force. An estimated 52% of adult women compared to 48% of men participating in the civilian labor force held a bachelor’s degree or higher, and women represented 47% of the management and professional sector’s positions. Women occupy 25% of C-suite positions in the Standard & Poor 500 companies. In higher education, 30% of college presidents are women. Women continue to face several barriers as they try to move into senior executive leadership positions. The specific …

The Impact Of Executive Hiring Decisions Within Homeless Services Providers, Thela Rachelle Thatch

Walden Dissertations and Doctoral Studies

Inequities in staffing may affect the ability of organizations to deliver social services to the homeless. As homeless services are challenged with roadblocks exacerbated by systemic racism, a focus on hiring diverse employees may impact the delivery of services to minority clients. Little is known about the effects of diverse hiring in social service programs that serve the homeless. The purpose of this study is to bridge the gap in knowledge by examining the diverse hiring practices of senior employees that hold decision-making roles that affect the delivery of homeless services. Research questions were focused on discovering participants lived experience …

Leading Through Ambiguity: A Phenomenological Examination Of Chief Diversity Officers, Shawn L. Washington

CUP Ed.D. Dissertations

The purpose of this phenomenological study is to explore the experiences of chief diversity officers (CDOs) with leading through ambiguity in their roles. It is critical to provide support and structure to senior-level administrators leading diversity efforts at colleges and universities. “Ambiguity,” for the purposes of my study and main research question, relates to a CDO’s experience with an ill-defined organizational structure that governs their role. A qualitative phenomenological study was employed to document the experiences of 14 CDOs in higher education. Open-ended interviews facilitated capturing the essence of the lived experiences of CDOs leading despite the ambiguity in their …

Framing Matters: The Influence Of Group-Image Threat On Reactions To Affirmative Action Policies, Kisha S. Jones, Anuradha Anantharaman, Anjali Bhatt

Personnel Assessment and Decisions

Affirmative action (AA) attempts to rectify the institutional effects of prior employment discrimination toward minority groups. Although AA has played a large role in increasing workplace diversity, organizations may vary in their perspectives towards diversity itself, ranging from a sole focus on increasing diversity to appreciating the value diversity may add. Support for AA has been considered as a form of White identity management (Knowles, Lowery, Chow, & Unzueta, 2014) and is impacted by the extent to which White people experience group-image threat to their racial identity. Our findings suggest that the level of group-image threat experienced by White people …

Leveraging Effective Consulting To Advance Diversity, Equity, And Inclusion In Philanthropy, Stephanie Clohesy, Jara Dean-Coffey, Lisa Mcgill

The Foundation Review

In 2018, the National Network of Consultants to Grantmakers launched an initiative to sharpen the impact of diversity, equity, and inclusion (DEI) work in grantmaking by increasing the capacity of consultants and grantmakers engaged in these efforts. Network researchers used a systematic protocol to interview consultant members about their most effective partnerships with grantmakers. Case studies drawn from those interviews yielded valuable lessons for advancing DEI in philanthropy.

In sharing some of these lessons, this article advises consultants to be prepared to help grantmakers define or refine the meaning of DEI and understand where equity fits into their values and …

Supporting Faculty To “Do The Flip!” Lessons Learned When Transitioning Faculty To Active Pedagogy In The Classroom, Laura Sullivan-Green, Patricia Backer, Ravisha Mathur

Faculty Publications

San José State University, in partnership with California State University-Los Angeles and Cal Poly Pomona, are developing supportive methods to transition STEM faculty from lecture-based instruction to instruction using active learning pedagogies. These efforts, sponsored by the Department of Education’s First in the World Grant Program, focus on providing faculty training through workshops conducted in the active learning model, resources to support their material development, and peer support through access to multi-disciplinary/multi-campus learning communities. Active learning pedagogies like the flipped classroom have been shown to be a high impact practice that increases URM student success and retention. The partner campuses, …

White Faculty Perceptions Of Diversity And Diversity Work, Ariane Hutchins-Newman

Theses and Dissertations

Higher education has become increasingly diverse over the past 100 years. Women and people of color have integrated and, in many cases, assimilated into the academy. However, not all groups have gained access equally. While certain groups, such as women, have experienced measurable growth, African Americans have lagged in their presence within the academy. Representation of Black scholars in the faculty has been constant over a nearly 20-year period. Black faculty comprised 5% of the faculty in 1998 and 6% of the faculty in 2015. Colleges and universities dedicate significant resources to diversity and inclusion. However, there continues to be …

Archivist-In-Residence: Advocating And Managing Archival Diversity Residency Opportunities In University Archives And Special Collections, Angela Fritz

Journal of Western Archives

This article outlines a basic roadmap for administrators of university archives and special collections who seek to develop an "archivist-in-residence" position for the first time. The article explores how university archives and special collections can apply diversity management best practices to optimize their unit and organizational approach to diversity and inclusion initiatives. Topics encompass advocacy models, defining a culture of mentorship, recruitment, onboarding and training, assessment as well as addressing opportunities for innovation and areas of expansion.

Celebrating Diversity Through Spirituality In The Workplace: Transforming Organizations Holistically, Satinder K. Dhiman, Sanjay Modi, Varinder Kumar

The Journal of Values-Based Leadership

Managing diversity effectively is the key to attract and retain a productive workforce. Research demonstrates that celebrating diversity leads to greater productivity, increased creativity, and heightened morale and motivation. Organizations often benefit from the differing perspectives and rich experiences a diverse workforce provides. Similarly, organizations can enhance their creativity by encouraging diverse perspectives and opinions. Thus, issues of managing diversity, valuing diversity, and celebrating diversity have assumed added importance. This paper suggests that diversity is not a problem, but rather a solution to most of the challenges organizations face such as employee engagement and participation. Managing workforce diversity effectively transcends …

Recruitment Strategies For A Sustainable Pipeline Of African American College Graduates As Civil Servants, Owen Wilbert Muldrow, Jr.

Walden Dissertations and Doctoral Studies

Government leaders have not been successful in their strategies for developing a pipeline of African American college students to address the absence of African American representation in civil service management positions. Increasing African American representation among civil service personnel may produce a government workforce that reflects American society, which may promote equitable and responsive solutions in serving public interests. The purpose of this qualitative modified Delphi study was to build consensus among a nationwide expert panel of government-affiliated talent managers as to strategies for creating a sustainable civil service pipeline of annual graduating classes of African American collegians. The research …

Predictors Of Perceived Multicultural Competence Among Neuropsychological Trainees, Hannah K. Greenbaum

Graduate Theses, Dissertations, and Problem Reports (ETD)

Multicultural competence is necessary to provide psychological services to an increasingly diverse population (Sue, 2001). It is established that multicultural competence is important for training in psychology (Bodin et al., 2014; Diaz-Santos & Hill, 2016). Despite increased interest in recent years, multicultural competence in neuropsychology has not progressed in parallel with the focus of multiculturalism in psychology broadly (Rivera Mindt, Byrd, Saez, & Manly, 2010). Little is known about multicultural assessment, and it is not yet known what factors in training contribute to perceived multicultural competence in neuropsychological trainees (Elbulok-Charape, Rabin, Spadaccini, & Barr, 2014). The primary purpose of this …

Gender Competency In Public Administration Education, Nicole Elias, Maria J. D’Agostino

Publications and Research

Sex and gender are evolving identity categories with emergent public policy and administration needs. To respond to the diverse landscape of sex and gender issues in the public sector, greater competency is needed. This research will contribute to the body of work on sex and gender in public administration by asking the following questions: (a) what do graduate students in Master of Public Administration (MPA) programs know about gender competency, (b) have graduate students learned gender competency in their MPA coursework, and (c) how can gender competency in MPA education be further developed and promoted? This study provides a critical …

An Intersectional Perspective On Diversity In Environmental Regulatory Agencies: A Case Study Of Women Of Color And Their Liminal Position Of Identity In South Florida, Leah A. Ramnath

Cal Poly Humboldt theses and projects

Diversity statistics from environmental agencies nationwide reveal overall growth and improvement in gender and racial composition of employees. However, although women occupied over half of leadership and staff positions, most were white women. The Regulatory and Economic Resources office, an environmental regulatory agency in south Florida, is exceptional as a majority of their employees are women of color. Although there has been continuous development of diversity initiatives by environmental agencies nationwide, perspectives of how women of color are experiencing the environmental workplace are underrepresented when reporting diversity data.

My study aims to understand the complex role of diversity in environmental …

"We Just Treat Everyone The Same": Lgbtq Aquatic Management Strategies, Barriers And Implementation, Austin R. Anderson, Eric Knee, William D. Ramos, Tiffany Monique Quash

International Journal of Aquatic Research and Education

This study examined the management of aquatic venues in a number of areas (facilities, programming, human resource management, marketing, policies) as it pertains to LGBTQ participants and participation. The study utilized in-depth semi-structured interviews with 16 aquatic managers to examine steps that are currently being taken (or lack thereof) when it comes to creating environments that are perceived to be open, or closed, to LGBTQ participants. A grounded theory-based process of data collection and analysis resulted in emergent themes. These themes included: (a) gendered spaces, (b) non-aquatic initiatives, (c) staff knowledgeability, (d) departmental and organizational mission, (e) aquatic-specific programming and …

An Examination Of A Social And Emotional Learning Program And Implications For Diversity Development, Chimille E. Dillard

Dissertations

This paper evaluated the Second Step program used by the Galaxy school district and many of the surrounding school districts in the area as the sole social and emotional learning program for elementary and middle/junior high school students. Research was conducted to discover whether or not the Second Step program addressed the social and emotional skills students need when encountering racial and gender-diverse issues in their everyday lives. Both quantitative and qualitative methods (such as surveys; interviews with teachers, social workers, and administrators; and classroom observations) were used when collecting data throughout the research. It was concluded that the Second …

Access Without Equity: Institutional Logics Of University Middle Managers And Valuing Diversity, Emerald Templeton

Doctoral Dissertations

Institutional barriers to Black student success (e.g. a history of exclusion, inaccessibility, and inequity) that exist at the undergraduate level, persist at the graduate level. Though traditionally marginally students have gained access to predominantly and historically White colleges and universities, Black graduate students continue to be marginalized by institutionalized oppression and inequitable structures. When the values, attitudes, and beliefs of individual actors who serve these students are at odds with an institutional mission of equity and inclusion, misalignment and competing priorities emerge. This study seeks to understand the logics university middle managers use in operationalizing equity and inclusion, specifically, in …

The Interlink Alliance To Celebrate 10th Anniversary, Hold Fifth Faculty And Student Development Conference In March (February 21, 2018), University Communications And Marketing

OHIO News Articles Archive

No abstract provided.

Investigating Perceptions Of Race And Ethnic Diversity Among Prospective Police Officers, Natalie Todak, Jessica Huff, Lois James

Criminology and Criminal Justice Faculty Publications

Many have suggested police diversity will improve police-community relations, but research testing this hypothesis is inconclusive. We investigated perceptions of police race, ethnicity, and diversity in a heterogeneous sample of prospective police officers. Data are drawn from interviews with 42 criminal justice college students in the Southwestern United States, of which 15 were Hispanic, and who each wanted to become a police officer. Participants supported diversity in policing, and collectively expressed a belief that race plays a central role in policing today. Furthermore, participants expressed support for the ideals of both passive and active representative bureaucracy. Hispanics in the sample …